Our Proven Process

Initial phone contact

• Our goal is to identify the opening and discuss with the hiring authority the position details (i.e.: compensation, responsibilities, why the position is open, etc…) and then schedule a visit for our Division Manager to meet with the hiring authority at the client site.
  

Client visit

• Our goal is to fully understand the nuances of each hire by working closely with the hiring authority to create a detailed company/position profile. This process increases accuracy when promoting the company and position to candidates. Some examples of key questions we typically ask:
  • Why the position is open and how soon the position must be filled
    
  • Candidate qualifications: experience level, skills, responsibilities, and educational requirements
    
  • Assess cultural fit for the client’s need: tour the facility, review the equipment and systems experience needed, interview the employer regarding personnel of the company, management practices, etc…
    
  • Discuss targeted industries and companies from which to recruit.
  • Discuss compensation, benefits, and performance expectations
    
• We establish a search and interview timeline with the hiring authority
  
  • Identify the interview and hiring process, plus discuss our process of presenting top candidates
    
  • Schedule follow up calls and tentative interview dates
    
• Agree on agency fee, payment terms, and guarantees
  
• Discuss our recruiting strategy for a successful search
  
• We provide a formal engagement letter and company/ position profile for approval prior to the commencement of a search
  

Recruiting candidates

• Our Division Manager will work with our recruiting team to create a customized recruiting plan (pooling all of our resources) to meet the client timeline.
• Conduct initial phone interviews with candidates to review their education/experience and then schedule top candidates for a personal interview in our office.
  
• Conduct personal interviews to identify the top candidates based on personality, work experience, attitude and skills for positions.

Presentation of candidates

• Our Division Manager will present top candidates, along with evaluation reports, background checks, and resumes either by phone or in a face-to-face meeting.
  
• Assist the client in scheduling top candidates for client interviews either at our offices or the client’s site.
  
• Conduct reference checks on finalist candidates and provide a full reference report, along with the names and contact information of people contacted for the reference checks.
  
• Work closely with both the hiring contact and the candidates after initial interviews, share feedback, and schedule selected candidates for subsequent interviews and assessments throughout the process.
  

Making an offer

• Work closely with the hiring authority to extend an offer of employment and secure a start date with the candidate.
  
• The hiring authority provides a written offer letter after we have secured verbal acceptance from a candidate. We meet with candidate to sign the formal offer letter, confirm the start date and return the signed offer letter to hiring authority within 24 hours.
  

Follow up

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